PROCEDURE FOR TESTING. A. Notification Form - Before requesting an employee to undergo drug or alcohol testing, the Employer shall provide the individual with a form on which to (1) acknowledge that the individual has seen a copy of the Employer's Drug and Alcohol Testing LOA, and (2) indicate consent to undergo the drug and alcohol testing.
PROCEDURE FOR TESTING. A. Drug testing responsibility
PROCEDURE FOR TESTING. A. Notification Form: At the time the Employer requests an Employee to undergo drug or alcohol testing, the Employer shall provide the individual with a form on which to:
PROCEDURE FOR TESTING. The Commanding Officer/Superior Officer making the initial determination of reasonable suspicion shall document, in writing, all circumstances, information and facts leading to and supporting the existence of reasonable suspicion. The report will include pertinent dates and times of suspect behavior, reliable/credible sources of information, rationale leading to referral for testing and action(s) taken. The information will be forwarded to the Commanding Officer’s/Superior Officer’s Commanding Officer for review and determination. The determination of reasonable suspicion shall only be made by those employees holding the rank of Lieutenant or above.
PROCEDURE FOR TESTING. Administrative Leave and Discipline A faculty member will be considered as testing positive in the following conditions for: drugs, if the initial test of the split sample is positive; or (b) alcohol, with a BAC equivalent to the statutory level for impairment, except as exempted in Section 21.03 (B). A faculty member who tests positive will be immediately placed on administrative leave with pay and removed from his or her duties until further notice. The College will contact EAP (Employee Assistance Program). In addition or in the alternative, the faculty member may opt to see his/her family physician, or a substance abuse professional approved by the College. The faculty member must provide documentation of the assessment results and the recommended treatment regimen to the College that s/he is in a qualified treatment program. On the first occasion in which a faculty member is determined to be under the influence of or using alcohol or drugs while on duty and confirmed by testing pursuant to this Article, s/he will be given the opportunity to participate in an assessment conducted by a qualified professional and follow the treatment recommendations made by said professional, by the Employee Assistance Program, or the faculty member’s attending physician. The College shall take no adverse employment action against any faculty member who voluntarily seeks treatment, counseling, or other support for alcohol or drug related problems. However, the disclosure of the desire or intent to seek such treatment after an incident that could reasonably lead to testing, discipline and/or discharge will not be considered voluntary. Further, the College may require random drug testing for faculty who have previously tested positive and may reassign the faculty member with pay if he or she is unfit for duty.
PROCEDURE FOR TESTING. The procedure for requiring an employee to submit to a drug and/or alcohol test shall be as follows:
PROCEDURE FOR TESTING a. The Employer will not discharge, discipline, discriminate against, or request or require rehabilitation of an employee solely on the basis of a positive test result from the initial screening test that has not been verified by a confirmatory test.
PROCEDURE FOR TESTING. Administrative Leave and Discipline A faculty member will be considered as testing positive in the following conditions for:
PROCEDURE FOR TESTING. The Department Director or his or her designees shall make the initial determination of reasonable suspicion and shall document, in writing, all circumstances, information and facts leading to and supporting his or her suspicion. The report will include appropriate dates and times of the suspected behavior, reliable/credible sources of information, rationale leading to referral for testing and actions(s) taken. The Union shall be notified immediately by the Department Director or his or her designees when a determination of reasonable suspicion is made and will be provided all documentation regarding that determination. The Department Director or his or her designees shall advise the employee of such decision and escort the employee to the collection facility. An employee’s refusal to submit to a test when directed to by a Department Director or his or her designees will constitute insubordination and the employee will be subject to discipline. In addition, an employee will be required to read and sign a consent-and-release form authorizing the collection analysis of the specimen and the release of the test results to the City. Refusal to sign this form will constitute insubordination and the employee will be subject to discipline. In those cases where the immediate supervisor determines that the employee’s condition or behavior causes a potential threat of harm to himself/herself or others, the employee will be immediately placed on paid administrative leave and immediately escorted by the immediate supervisor to the collection facility. The Department Director or his or her designees will remain with the employee at the collection site until testing is concluded except in situations that require the immediate action of the immediate supervisor. If the employee so desires, a Union official shall be notified and accompany the employee to the collection site, provided the procedures are not unreasonably delayed or interfered with in any way. Once the collection procedures are over, the Department Director or his or her designees shall transport the employee to his or her normal job site and arrange for transportation for the employee to be brought home. The Department Director or his or her designees shall also notify the employee that he or she is not to return to work pending receipt of the test results, or until a determination is made that reasonable suspicion was not substantiated. At the time of the drug test, the employee’s urine sample will be divid...
PROCEDURE FOR TESTING. Test Marks for departments Direct Banking. Disciplinary Action...............
